Introduction

I agree with the definition of the  Person-Organization fit. Just as mention in the discussion, a P-O fit can be defined as a fit that provides congruence between employees and the organization when they work. While hiring employees, organizations need employees who not only move along with the requirements of their job but also with the values that the organization upholds.

It is right to say that whenever HR managers are want to hire, there are only two approaches they can consider- P.O fit and P-J fit. I equally agree to it that the better of the two is the P-O fit. This is due to the substantial benefits that this approach has over the P-J fit. However, as noted in the discussion, there is some

legal implication

that comes with the fit which hiring Manfred new to be aware.  I agree to it that the most evident implication of the P-O fit is the fact that it is subjective.  For the P-O fit to be beneficial, hiring managers to need first to assess the applicants.

Response to the discussion

I agree with the definition of the Person-Organization fit. Just as mention in

the discussion, a P-O fit can be defined as a fit that provides congruence between employees and the organization when they work. While hiring employees, organizations need employees who not only move along with the requirements of their job but also with

the values that the organization upholds.

It is right to say that whenever HR managers are want to hire, there are only two approaches they can consider- P.O fit and P-J fit. I equally agree to it that the better of the two is the P-O fit. This is due to the substantial benefits that this approach has over

the P-J fit. However, as noted in the discussion, there is some legal implication that comes with the fit which hiring Manfred new to be aware.  I agree to it that the most evident implication of the P-O fit is the fact that it is subjective.  For the P-O fit to be beneficial, hiring managers to need first to assess the applicants.

References

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